We all know that recruiting and hiring the perfect COO for your company is not an easy task. It takes a lot of hard work, research, planning, and time. But once all of that is done, and youâ€™ve hired the perfect person – then what?
One of the things that I am always asked while speaking or coaching is, â€œhow do I onboard my COO?â€
For the first two to four weeks after hiring – resist the urge to let them do their job.
Yes, I know that sounds a little odd, but there is a reason behind it.
If I was hiring someone to come in as a COO for a restaurant – or bar – I want that person working behind the bar, I want them waiting tables, I want them working in the kitchen, I want them working outside on the door. I donâ€™t want anyone in the company even to know they are COO for the first two weeks, because I will have them doing every freaking job in the business. That person will go through the training, handle food prep, meet suppliers, and unload trucks. I want them to see and feel every aspect of the company before they start doing their COO job. Why would I do this? The answer is simple – because as COO they need to get it – to get your company. You want them immersed in the company culture as much as possible so that they know everything there is to know about your business.
Here is a real-life example:
At 1-800-GOT-JUNK!, we had people riding around in trucks, going through franchise training, listening in on phone calls with customers, suppliers, or PR, and standing on the street corner waving at traffic. We had them do every single thing that we could think of for four weeks, and then they got to start their job. That way, each of these people were fully integrated into all aspects of the company before starting their job.Once the immersion is over, you get to enjoy phase two of the onboarding process, which I will outline in Part 2 – The Ripple Effect – so make sure to check back.
Be sure to apply now to COO Alliance on behalf of your COO – it’s the best way to ensure their continued success in your company.